Some clients may have a problem with the existing clause 21.12 (b) of the 2016 disciplinary results agreement, which states that „… possible disciplinary results are: … then lists a serious sanction of sanctions available separately by the word „or.“ As was widely reported at the time of the vote on the VPS contract, workers will receive a pay increase of just over 8% over the four-year term of the contract, as well as related increases in benefits, with the first increases to be paid from 20 March 2020. Our clients have previously faced unfortunate uncertainty as to whether it was within the scope of the clause`s authority to arrange a result with multiple sanctions or whether the sanctions apply in a disjunkt manner, meaning that only one can be applied. In some cases, an employer may consider that more than one sanction should be applied in order to adequately remedy proven wrongdoing, without having to resort to termination of employment. For obvious reasons, it is preferable, in such cases, to make it clear that this approach is compatible with the enterprise agreement. Such a reassignment would be done with the agreement of the employer and the worker, rather than undertaking an unsatisfactory work process, in accordance with Clause 24. Common policies facilitate the uniform interpretation of important provisions of the 2016 Victorian Public Service Enterprise Agreement. They apply to VPS employers and employees in all departments and agencies covered by the VPS agreement. Article 15 contains a declaration of intent that the VPS agreement must be interpreted as a whole in accordance with the principles of mobility, as well as the express obligation that the parties strive to implement the principles of mobility for the duration of the agreement. The content of clauses 20 and 21 of the 2016 agreement remains unchanged as to the content of clauses 20 and 21 of the 2016 agreement. However, some amendments are worth mentioning: this directive contains guidelines on Article 48 of the VPS agreement, which defines the range of workplace aid for violent workers, including access to 20 days of paid leave. Under Article 28, employers must also consult with the CPSU to develop action plans for gender equality, in accordance with the Equal Opportunity Act 2020 (Vic).
In recognition of the principles of mobility, a new mobility payment (similar to an annual bonus) was introduced in the VPS agreement. It is paid to all workers, whether or not they are actually affected by changes or mobility requirements, and is made annually on 1 July of each year in the form of a lump sum effective 1 July 2020.